Training & Development

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

It is widely known that goal setting is a vital part of achieving success and improving overall performance. Our modern understanding of goal setting came from Dr Edwin Locke’s research in the late 1960’s. In his 1968 article, “Toward a Theory of Task Motivation and Incentives”, he showed that employees are motivated and their performance improves when they are set clear, achievable goals, and receive appropriate feedback. He found specific, challenging goals lead to the highest performance, as long as the goals are not too challenging.

As goal setting had in its application the greatest history of success in its implementation and positive outcomes this could be considered as the best way forward to ensure staff remained positive and motivated and not suffer from

Punishment is the process of weakening behavior through either contingent presentation of something displeasing or the contingent withdrawal of something positive. (Kinicki, p. 214). When I was 12 years old, I went through a phase where I had rebelled against my parents. The best way for my parents to get a hold of the situation was through punishment. If I didn’t respect the curfew to come home, my cellphone would get taken away for a week. At the time, losing my cellphone was a huge deal for me. This punishment caused me to always obey to my curfew because I didn’t want my cellphone taken away from

Goal setting and actualization is a paramounting, that is why leaders look into re-engineering, work redesign, restructuring and job redesign as part of the things that can enhance goal achievement in this department

In theory, providing the workers an insight into the goals set out by the company and providing them a suitable and healthy environment along with teaching them the latest techniques could really help a company to work its way towards its desired goals. The workers should be kept together as a group and treated fairly with promotions and appreciation whenever the company does good in the market. This could motivate the workers in putting more effort in reaching the goals that have been set up by the company.

By this element employee will know what the target or objective must them achieve and how they can get or achieve it.

     Punishment is a process that decreases the likelihood of a behavior to occur again. This is not to be confused with negative reinforcement because it doesn't increase the likelihood of an occurrence. There are drawbacks to punishment. It doesn't teach an appropriate behavior to replace an inappropriate one. Also, intense punishment can lead to results such as passivity, fear, anxiety, or hostility. Finally, effects of punishment are sometimes temporary.

Goal setting theory by Locke states that work motivation is influenced by goal difficulty, goal specificity, participation in goal setting and knowledge of results (Buchanan & Huczunski, 2010). By having a well-presented goal, it motivates employees and enhances their productivity.

Goal setting is one of four components of a company’s development planning process. A company establishes the development planning process, or career management system, as a means to retain their better employees. The development planning process may also be a motivation for all employees to improve their value to the employer. The employer may look for employees who have potential to advance up the career ladder within the company, or simply allow the employee to move to a different department that is aligned with his or her interests.

According to this theory, there is an important relationship between goals and performance. Goals have a big influence on employees’ behavior and performance in organization. (Locke & Latham, 2002). This theory states that the best performance of each employee can be reached if the organizational goals are clearly specified, accepted and hard to reach. However, Feedback must be provided once the Goal is reached. (Locke, E. A., & Latham, G. P.

1. Training and development are necessary to minimize the revolving door phenomenon and retain the talent the organization worked so hard to acquire during the selection process. The retention of quality employees represents the return on investment into what are often costly selection procedures such as the use of assessment agencies. Therefore, it is critical to implement, design, and maintain good training and development programs specific to the position. The first thing I would do as human resources manager would be to consult with management about available options, and possibly free up funding for future training and development programs if I saw the need for it. I understand that "training presents a prime opportunity to expand the knowledge base of all employees, but many employers find the development opportunities expensive," (Frost, 2012). Therefore, it might take some quantitative analyses to prove to management that training is an investment they cannot afford to miss. In spite of the short-term drawbacks to training and development programs (including loss of labor time), their long-term benefits are proven in the literature (Frost, 2012).

A goal is a target, and a target is set to be achieved. Everyone has their own goals in life; the goal of a student is to do well in their exams and to gain knowledge. A footballer’s goal is to score by putting a ball into the net within 90 minutes of play. Even animals has goals too, a tiger’s goal is to hunt for food. Goal setting has been a part of everybody’s life since ages ago. Setting of goals and targets by companies to strive for achievement is a fundamental to business survival and success (Shi et al. 2010, 86). Be it, achieving a profit of 30% in the fiscal year or improving skills and behaviors of their employees, goal setting has been an essential item in every firm. Other than identifying the target and

Moreover, to improve the employees’ performance I need to modify their behaviors and need to define before them three essential behaviors that are necessary for job performance – being polite and communicative so that customers feel easy to interact, being a good and patient listener so that the problems of the customers can be understood and addressed properly, and always having a pleasant attitude. So, for behavior modification I need to implement the following Organizational Behavior Modification (OBM) Plan:

Preparing: This action is both centered upon, and assessed against, the occupation that an individual right now holds.